Health & Safety at Work: An Overview
In this episode of the podcast I deal with a suggested topic from a podcast listener who emailed and said:
In this episode I will cover:
- The protection from detriment provided by Section 44 of the Employment Rights Act 1996.
- Unfair dismissal protection for employees who raise health and safety issues.
- Basic health and safety obligations as set out in the Health & Safety at Work Act 1974.
- Minimum legal requirements.
- How individual Directors, business owners and managers can be liable for health and safety breaches.
- Considerations in respect of mental health and protecting from risks to mental health safety.
- Check to ensure that you comply with the minimum requirements of the Health and Safety Act Work Act 1974.
- Review your procedures and policies to ensure they are fit for purpose.
- Undertake any risk assessments.
- Ensure that your managers have training and a good understanding of the legal requirements.
- If you are unsure how this affects your business, please give us a call – 01983 897003 – 023 8098 2006 – 01722 653001
As part of our HR Harbour annual subscription service for employers we provide guidance and support with settlement discussions and documentation. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion – email@example.com or you can find full details here: HR Harbour
Don’t forget you can contact us by email firstname.lastname@example.org or email@example.com or by telephone 01983 897003, 01722 653001 or 023 8098 2006
The only data we will hold is your name and email address.
Would you like advice about your situation?
Appointments are available on the telephone or via Skype throughout the UK.
Alternatively we offer face to face appointments on the Isle of Wight, Salisbury, Eastleigh, Southampton, Fareham, Portsmouth, Winchester and surrounding areas in Hampshire.
The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.
The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.
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